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Nursing management of pneumonia involves promoting airway patency, facilitating rest and conserving energy, encouraging fluid intake, maintaining nutrition, and educating patients.
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Nursing Assessment:Nursing management of acute coronary syndrome (ACS) involves taking the patient's history, focusing on primary complaints such as chest pain, dyspnea, and excessive sweating (diaphoresis), as well as other symptoms like back or jaw pain, nausea, vomiting, palpitations, dizziness, and fatigue. The nurse also reviews the patient's history of cardiac events, risk factors such as hypertension, diabetes, smoking, family history, and current medications.In the objective assessment,...
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The treatment of pneumonia varies based on its severity and the causative pathogen. Here is a structured approach to managing pneumonia, integrating pharmaceutical and supportive care strategies.
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Hospital Nursing Has Not Returned to Pre-COVID Conditions: Time for a Different Approach.

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Hospital nurse job dissatisfaction and intent to leave increased significantly post-pandemic, with burnout remaining high. Evaluations of work conditions, safety, and management responsiveness worsened, indicating a need for policy changes like safe nurse staffing requirements.

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Area of Science:

  • Healthcare Management
  • Nursing Studies
  • Public Health Policy

Background:

  • Pre-pandemic hospital nurse burnout, job dissatisfaction, and intent to leave were already high.
  • The COVID-19 pandemic exacerbated these critical issues among healthcare professionals.

Purpose of the Study:

  • To assess if hospital nurses' job outcomes and perceptions of patient safety, care quality, and management responsiveness have returned to pre-pandemic levels.
  • To identify trends in nurse burnout, job satisfaction, and intent to leave employment over time.

Main Methods:

  • A cross-sectional study analyzed survey data from 50,044 nurses in New York and Illinois hospitals.
  • Data collection occurred across three periods: pre-pandemic (Dec 2019-Feb 2020), during the pandemic (Apr 2021-Jun 2021), and post-pandemic (Dec 2023-Mar 2024).
  • Key measures included nurse outcomes (burnout, dissatisfaction, intent to leave), work environment, staffing ratios, and management responsiveness.

Main Results:

  • Post-pandemic, job dissatisfaction reached 32.2% and intent to leave was 27.4%, significantly higher than pre-pandemic levels.
  • High burnout remained consistently high across all periods (48.0%-51.0%).
  • Nurses reported worsening work conditions post-pandemic, with 49.2% experiencing unfavorable environments and 61.5% citing inadequate staffing. Patient safety, quality of care, and management responsiveness evaluations also declined.

Conclusions:

  • Hospital nurse job dissatisfaction and intent to leave continue to rise, even after the pandemic's peak.
  • Nurses exhibit diminished confidence in management's ability to address patient care issues.
  • Policy interventions, such as establishing minimum safe hospital nurse staffing requirements, are urgently needed.